Can I be hired on fixed-term contracts without limits?
No: the fixed-term contract has precise limits. The fixed-term contract can't be used without limits. It can last up to 12 months even without a reason (just by having a term); to go beyond 12 months, up to a total maximum of 24 months, a reason (a justifying ground, set by collective agreements or agreed by the parties in the allowed cases) is needed. There are also limits on the number of extensions, on renewals (with possible intervals, the so-called "stop & go") and on the percentage of fixed-term workers relative to the total. Exceeding the duration limits or use without a valid reason where required entails the conversion of the contract to open-ended. Fixed-term workers are entitled to the same rights as open-ended colleagues.
📋 The rules
- Up to 12 months even without a reason
- Beyond 12 and up to 24 months: a reason is needed
- Limits on extensions, renewals and number of fixed-term workers
- Exceeding the limits: conversion to open-ended
- Same rights as open-ended workers
🔓 Exceptions
- Seasonal contracts: own rules, exempt from some limits
- Replacing absent workers: typical allowed reason
- Training contracts (apprenticeship): distinct rules
⚠️ Penalties & fines
Improper use of the fixed-term contract has consequences: if the total 24 months, the extension and renewal limits are exceeded, or the reason is missing where required, the contract is deemed open-ended, with the worker able to have it declared by the labour court and obtain an indemnity. The lack of written indication of the term makes the contract open-ended from the start. If you believe your fixed-term relationship was used in breach of the rules, keep the contracts, the extensions and the payslips and you can turn to a union or the labour court. The reason, where required, must always be in writing.
📎 Official sources
- Normattiva · Lgs. Decree 81/2015 (fixed-term contract) →
- Ministry of Labour · Fixed-term contracts →
- National Labour Inspectorate · Oversight of contracts →
❓ Frequently asked
How long can a fixed-term contract last?
Up to 12 months even without a reason, and up to a total maximum of 24 months if, beyond 12, a reason set by collective agreements or agreed in the allowed cases is stated. Exceeding the total 24 months entails the contract's conversion to open-ended.
What is the fixed-term contract's reason?
It's the justifying ground needed to enter into or extend a fixed-term contract beyond 12 months: e.g. needs set by collective agreements, replacing absent workers or specific technical, organisational or production needs. It must be in writing.
How many times can it be renewed?
The law sets limits on the number of extensions and on renewals, and generally provides minimum intervals between one contract and the next (the so-called "stop & go"). Exceeding these limits, or the total 24 months, entails conversion to an open-ended relationship.
What happens if the limits are exceeded?
The contract is deemed open-ended. The worker can ask the labour court to declare the conversion and award an indemnity. The lack of written indication of the term makes the contract open-ended from the start. Keep contracts, extensions and payslips.
Does the fixed-term worker have the same rights?
Yes. The fixed-term worker is entitled to the same rights and treatment as open-ended colleagues doing the same duties: pay, holidays, leave, protections. The relationship's temporary nature doesn't justify worse treatment.
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